Clarity is one of those things that feels obvious… until it isn’t.
You think you’ve communicated something clearly. But then the work comes back—off track, off timeline, or not quite what you had in mind. You’re disappointed. Your employee is confused or frustrated. And everyone leaves the conversation a little less confident than when they started.
This happens every day—not because managers don’t care, but because most teams are operating with just enough clarity to function, but not enough to thrive.
Why Clarity Breaks Down
When managers are unclear, it’s often not intentional.
More often, it’s because they haven’t taken time to define the outcome for themselves.
They know what they don’t want—but not exactly what they do.
They want to give people autonomy, but worry that being specific will come across as micromanaging. Or they assume something is obvious, and don’t realize they’re working from assumptions no one else shares.
Meanwhile, the employee thinks they’re on the right track—until they aren’t.
That’s where clarity breaks down—not in intent, but in execution.
What Clarity Actually Looks Like
Clarity doesn’t mean scripting every step or overexplaining.
It means aligning on what success looks like, how progress will be measured, and where there’s room for interpretation.
It’s not just about saying things out loud. It’s about ensuring shared understanding.
That includes:
- Setting clear, achievable goals for each team and individual
- Defining job roles and responsibilities—not just once, but revisiting them regularly
- Offering feedback that’s transparent, direct, and grounded in expectations
And most importantly, checking for understanding—not assuming it’s there.
Because clarity isn’t about controlling how people do the work.
It’s about giving them the confidence to do their best work, knowing where they’re headed and how they’ll be evaluated.
3 Ways to Lead with More Clarity
1. Say What You Actually Mean
Avoid the phrases that leave too much room for interpretation.
Instead of “sometime soon,” say “by Friday.”
Instead of “this needs a tweak,” explain what’s missing or what’s unclear.
Being a clear communicator means being direct, but respectful.
Your team will thank you for it.
If giving feedback is part of the challenge, this guide can help.
2. Define What Success Looks Like—Together
Before handing off work, take a moment to ask:
“What does good look like here?”
Don’t just keep the answer in your head—talk it through. Ask your employee what they see as the goal, and work together to confirm you’re aligned.
This is what co-defining looks like. It doesn’t mean co-creating everything from scratch.
It means inviting your team into a shared understanding of success before they spend time and energy heading in the wrong direction.
This approach builds alignment, ownership, and trust—whether you’re managing change, delegating a task, or coaching someone through a stretch assignment.
3. Repeat with Intention
Clarity isn’t a one-and-done conversation.
With everything your team is juggling, they may not retain what was said once—especially if they didn’t realize it was a priority.
That doesn’t mean repeating yourself robotically. It means reinforcing key messages and checking in at critical moments to make sure you’re still aligned.
Different people also absorb clarity differently. Some want big-picture context. Some prefer detailed instructions. Others need time to process and ask questions.
As a leader, part of your role is to flex your communication style to meet different needs.
(We go deep into this in our leadership programs, but for now just remember: when in doubt, check for understanding and don’t assume you’ve been clear just because you said it out loud.)
The Bottom Line
Clarity doesn’t come from saying more.
It comes from thinking more carefully about what you need, how you communicate it, and how it’s received.
Your team doesn’t need perfect answers.
They need to understand what’s expected and feel safe enough to ask when they don’t.
That’s leadership.
That’s kindness.
And that’s where better work begins.
